Navigating the aftermath of toxic incidents, whether in the workplace or in our personal life, can be challenging. As a Conscious Leader, it’s vital to understand the impacts of such incidents and guide yourself and others toward healing. Drawing from extensive research, this blog outlines a comprehensive roadmap for recovery.
Understanding Toxicity
1. Recognising the Signs:
Toxicity in the workplace and in our personal life can manifest as bullying, discrimination, or a lack of support. These factors contribute to a stressful environment, leading to physical and mental health issues.
The issue of toxicity in the workplace and its impact on employees’ mental and physical health is a significant concern. In London, a report by Rethinkly highlighted that over a million staff had taken time off due to challenges with their boss, with around 880,000 feeling their most toxic relationship was with their line manager. This situation has been exacerbated by poor appreciation of employees’ contributions to their work, leading to diminished confidence and well-being ”.
Additionally, Culture Shift’s research showed that 61% of those who experienced problematic workplace behaviour had to take long-term leave. This impact extends beyond the immediate victims to the business itself, with consierable costs due to legal proceedings, settlements, and lost productivity. The average payout received by employees impacted by such behaviour was £381,350, yet many stated that this compensation did not make up for the emotional distress caused ”.
Furthermore, a comprehensive survey by Gleeson Recruitment Group revealed an alarming statistic: 93% of UK employees have experienced a toxic workplace, and 82% have left a role because of a toxic boss. This survey, which included 1,800 people, found that over half of UK workers have been subjected to inappropriate comments and pressured to work for free in their spare time. Such environments lead to increased instances of anxiety, depression, and negative impacts on family and personal lives ”.
Immediate Steps for Healing
2. Acknowledge and Validate Feelings:
The first step in healing is acknowledging the hurt and pain caused by the toxic incident. Accepting your feelings and acknowledging pain is a crucial part of the healing journey.
For example, Psychology Today highlights that decreased self-doubt and increased self-compassion are often seen as reliable markers of healing. Individuals on the path to recovery often report feeling fewer episodes of self-doubt and an increased ability to trust their own decisions and feelings. This process usually involves allowing oneself to experience and respect their feelings, which is a vital step in working through uncomfortable emotions in healthier ways”.
Furthermore, The Guest House emphasises that acknowledging pain is an essential part of the healing process. When we acknowledge what we are feeling, it becomes possible to understand why we feel that way and to work through our trauma. Strong support systems and connections with others who have similar experiences can also be invaluable during this process”.
3. Seek Professional Help:
Therapy can be vital for dealing with the aftermath of workplace bullying and harassment. Encourage seeking professional help to navigate these complex emotions.
Long-Term Healing Strategies
4. Creating a Safe Environment:
Fostering a safe and inclusive environment is crucial. Ensuring that everyone feels heard and respected, can significantly reduce the negative impacts of toxicity.
The Health and Safety Executive (HSE) emphasises that occupational health is concerned with how the working environment impacts a worker’s mental and physical health. Investing in employee wellbeing initiatives and strategies is recommended by the HSE”.
Deloitte research reports that this investment leads to improved employee engagement and business outcomes: “For every £1 spent by employers on mental health interventions, there’s a return of £5 in reduced absence, presenteeism, and staff turnover”.
5. Promoting Healthy Communication:
Encourage open and transparent communication. An environment where people feel they can speak up without fear is essential for healing.
Oak Engage survey research found that a harmful workplace environment significantly affects worker motivation, engagement, and performance. Nearly half of the workforce (43%) indicated that they believe a negative work atmosphere impacts how often employees show up for work. Additionally, 39% of the workers in the survey pointed out that a detrimental culture affects cooperative efforts, indicating that such an environment poses obstacles to effective team collaboration, communication, and idea exchanges”.
6. Building Trust:
Work on rebuilding trust within your team and personal relationships. Trust is often eroded in toxic environments, so its restoration is key to a healthy dynamic.
Trust is a fundamental element of any healthy relationship, be it personal or professional. When trust is damaged, particularly in a toxic environment where one or more parties may exhibit traits associated with psychopathy—such as manipulation, deception, or a lack of empathy—it can lead to significant emotional and psychological strain.
7. Implementing Self-Care Practices:
Engage in self-care practices like mindfulness, meditation, or exercise. These activities can help reduce stress and improve overall well-being.
Research has consistently highlighted the importance of self-care practices in managing stress and enhancing well-being. Chronic stress can lead to a range of physical and mental health issues, and self-care strategies are seen as a proactive approach to mitigating these risks. Self-care practices can include activities such as exercise, mindfulness meditation, proper nutrition, adequate sleep, maintaining social connections, and engaging in hobbies”.
Sustaining Positive Change
8. Continuous Learning and Growth:
Engage in ongoing personal development. Continuous learning can help in understanding and preventing toxic behaviours in the future.
Continuous learning is imperative for personal growth and fundamentally supports the prevention and management of toxic behaviours. Through the development of a growth mindset, increased emotional intelligence, enhancement of psychological capital, and greater cultural competency, individuals can fortify their preventative measures against toxicity in various aspects of life.
A key piece of research by Carol Dweck introduced the concept of a “growth mindset,” a belief that one’s abilities can be developed through dedication and hard work. This contrasts with a “fixed mindset,” where abilities are seen as static and unchangeable. Developing a growth mindset through continuous learning can foster resilience, adaptability, and the ability to learn from criticism—skills that are valuable in recognising and transforming toxic behaviours”.
9. Advocating for a Healthy Workplace Culture:
Use your experience to advocate for a healthier workplace culture. Implement policies that promote a positive environment and address issues like bullying and discrimination head-on.
In the aftermath of confronting toxicity, be it in the workplace or personal realms, the journey to recovery is a multifaceted endeavour that demands resilience and a strategic approach. It is not enough to simply move past the incident; we must absorb the lessons it imparts and arm ourselves with the tools that promote healing and prevention of future harm.
Embrace self-reflection to identify areas for personal growth and empowerment, which can elevate your ability to navigate and mitigate toxic dynamics. Engage with the wealth of knowledge offered by experts in psychology and organisational behaviour to expand your skills in empathy, communication, and inclusive leadership. Leverage the power of a growth mindset and emotional intelligence to rebuild trust and foster a culture of transparency and mutual respect.
Additionally, advocate for a work environment that not only discourages toxicity but also celebrates diversity, encourages open dialogue, and supports mental well-being. By orchestrating efforts that align with these values, a leader can cultivate a climate of psychological safety where individuals can thrive without the overshadowing presence of harmful behaviours.
Support systems, both formal and informal, play a crucial role in the healing process. Seek out networks, counsellors, or peer groups that offer guidance and understanding. Remember, addressing toxicity is not a solitary battle; it is a collective movement towards a more empathetic and mindful society.
In your continuous learning journey, remember to equip yourself with the necessary competencies to not just respond to toxicity, but to proactively shape an environment where such behaviours are inherently discouraged.
Ultimately, a Conscious Leader is one who not only heals from toxic experiences but also acts as a beacon, guiding themselves and others toward a state of enduring well-being and positivity. By nurturing an atmosphere where learning, psychological safety, and holistic health are paramount, you lay the foundations for a professional and personal life characterised by respect, fulfilment, and sustained growth.
Thus, as we conclude, remember that the commitment to overcome and transform toxicity into a catalyst for positive change lies at the heart of Conscious Leadership. Let this guide assist you on your journey to healing, empowering you to emerge as a more resilient and insightful individual, ready to lead by example and inspire others to do the same.
Reference List
“Transforming Toxic Workplaces: A Challenge for UK Employers” Mente Health, James Cook, 2021
“London the capital of ‘workplace toxicity’, study finds”, The Standard, Simon Hunt, 2023
Toxic workplace culture is costing UK businesses billions, Culture Shift, Chelsea Maher, 2022
“93% Of UK Employees Have Experienced A ‘Toxic Workplace”, Gleeson Recruitment Group, Rose Hunt, 2022
“9 Signs We Are Healing From Trauma”, Psychology Today, Kaytee Gillis, LCSW-BACS, 2023
“The Value of Acknowledging Your Pain”, The Guest House, 2021
“42% of the UK Workforce Have Seen Their Mental Health Affected by Toxic Workplace Culture“, Business Leader News, 2023
“Toxic Workplace Cultures Are Impacting Mental Health” The HR Director, 2021
“Healthy workplace, healthy workforce, better business delivery”, The Health and Safety Executive (HSE), first published 2006
“Poor mental health costs UK employers up to £45 billion a year”, Deloitte, 2020
“Toxic Workplace Report 2023”, Oak Engage, 2023
“Toxic Relationships: The Experiences and Effects of Psychopathy in Romantic Relationships”, National Library of Medicine, Adelle Forth, Sage Sezlik, Seung Lee, Mary Ritchie, John Logan, and Holly Ellingwood, 2022
“Our best mental health tips – backed by research”, Mental Health Foundation, 2022
“Groundbreaking study combines expert views, research evidence and public opinion to generate new mental health advice”, Mental Health Foundation, 2021
“Mindset: The New Psychology of Success”, Carol D. Dweck Ph D., 2006
This guide, backed by recent research, offers a path to recovery for leaders and individuals alike, emphasising the importance of a proactive and supportive approach to overcome the challenges of a toxic work, home or social environment.